If you want your pick of the litter when it comes to hiring leaders, you should create a strong pipeline that funnels junior employees into management. Sure, this is a long-term approach, but cultivating talent within your own organization can help:

• Retain employees and keep institutional knowledge in your company.

• Give employees a vision of their future with the company.

• Simplify hiring because you can promote from within.

Cultivating leaders sounds simple, but that isn’t always the case. So, how do you build strong leaders in your organization? Follow these six tips to build an internal pipeline that builds strong, qualified leaders.

1. Flag Potential Leaders

It’s important to develop leaders at all levels. Not everyone wants to be a manager — or has the skills to be a manager — so it’s important to log each employee’s potential for leadership.

Create files with HR and log the amazing work your employees do. You can also ask your management team to recommend employees for leadership roles. Since leadership largely requires soft skills, look for team players who take on responsibilities and get along well with others.

2. Educate Employees About Your Leadership Pipeline

If you’ve decided to start promoting from within, tell your employees — and then actually start promoting from within. Employees want to know that they have a future with your company, and if they see you promoting from within, there’s a good chance they’ll stick around for the long haul. But you have to prove it through your actions: Don’t string employees along with promises of a promotion that never materializes.

3. Offer Training And Development

Did you know that, according to Gallup, just 10% of people are natural-born leaders? Most managers need a lot of training, which is why businesses that promote from within typically cultivate leaders through regular training.

But many businesses don’t offer leadership development. That’s why your business needs to intentionally invest in leadership training. That might mean:

• Providing SOPs and recorded video tutorials to help employees do their jobs well.

• Providing a monthly stipend for professional development.

• Paying for professional certifications.

• Conducting in-office training during work hours.

4. Award Top Performers

According to OC Tanner research (via NBC), seventy-nine percent of employees who quit their jobs say a lack of appreciation was a major contributor to their decision. If you want junior employees to rise through the ranks into management, you should acknowledge their good work as a means of retaining them. That might mean awarding top performers through:

• Employee-of-the-month awards.

• A kudos system where employees can acknowledge each other.

• Weekly shoutouts.

• Bonus gifts like promotional swag or additional PTO.

5. Set Up Mentoring

The more access junior employees have to high-ranking managers, the more likely they are to have the support they need to grow in their careers. Instead of sequestering management away from new employees, try setting up a mentoring program.

By pairing senior leaders with junior employees, you can offer one-on-one advising and coaching opportunities that give junior employees an idea of what it’s like to be leaders. It’s also a great way to bolster junior employees’ professionalism.

6. Coach Employees Regularly

If mentorships don’t make sense for your business, consider coaching your employees. But don’t treat coaching like a punishment: It should be a regular part of every employee’s one-on-one with their manager. Meet on a weekly basis to help employees learn:

• What they do well.

• Their strengths.

• What they can work on to grow stronger.

Coaching also helps managers suss out an employee’s career goals. If you know that certain employees are excited to move into management, you can give them the support they crave to cultivate their natural talents.

Cultivating Strong Leaders

Leadership is one of the hardest jobs in any business. If you’re trying to source leaders outside your business, you know all too well how challenging it is to hire someone with the right approach, expertise and culture fit. Fortunately for you, you likely have plenty of future leaders in your business right now. Put in the effort to train and retain your employees. With the right approach, you can build a leadership pipeline that cultivates strong leaders for the long haul.